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NEU help and advice pages comprise FAQs and other guidance which address common employment workplace issues and are entirely problem focused. These documents, along with our current top 5 FAQs posed by members, represent the quickest way to get support if you need it.

Other ways to get help

Your first point of contact is your workplace reps - they are best placed to discuss your next steps to dealing with your issue. If you don't know who that is, contact your branch for assistance. Find the contact details here.

You also contact the Employment AdviceLine - however, please be advised that this national service deals with a very high volume of emails and calls and your waiting time for a response may be long.

If you can't find the answer to your question below, speaking to your rep or branch secretary will be the quickest way to answer your query.

Academisation is driving down staff pay, terms and conditions, alienating communities and has caused the fragmentation of the education system.
Despite this, English schools are still being put under pressure to become academies and to join multi-academy trusts (MATs).

TUPE is shorthand for the Transfer of Undertakings (Protection and Employment) Regulations 2006, a legal framework around which you can involve and engage members to act collectively to protect and advance their rights as they transfer to a new employer.

This NEU briefing provides guidance to safety representatives and members on taking action to reduce the incidence of accidents and injuries due to falls from height, including the legal requirements on employers, practical steps which can be taken and sources of further advice and information.

You may one day be unfortunate enough to find yourself accused of criminal activity. Being the subject of an allegation can be hugely stressful, but it may help if you are aware of how police investigations work.

Appraisal is particularly important because it affects decisions on your pay. This guidance aims to answer the most common queries NEU members have on appraisal. You should read this guide in conjunction with your school/college appraisal policy.

This is a guide to using the data which has been made available via the DfE Asbestos Management Assurance Process (AMAP). It aims to assist local officers in extracting information about asbestos in schools in their area, and in seeking to fill in some of the gaps.

NEU considers that the DE/CCEA designed assessment process places an unreasonable workload on teachers. The arrangements encroach significantly into the teaching and learning time of pupils and teachers.

Overcrowding is a common problem in classrooms. Unfortunately, there are no legal minimum space requirements specifying classroom dimensions. There are, however, a number of legal provisions and sources of guidance that can be drawn upon in challenging cramped teaching areas

During the coronavirus pandemic, many NEU members will be working from home, either on days they are not on the rota to be in school, or because they fall into the categories of those who should not be in school because they are vulnerable.

Vulnerable workers guidance including advice for Black* and disabled employees. The NEU expects employers to carry out equality impact assessments due to the known greater risks to particular groups, especially Black and disabled employees.

Further advice will continue to be made available here as matters become clearer, along with advice on what school staff can and should do and cannot and should not do whether working in school or at home.

Schools are closed and there are lots of different opinions on what learning will look like over the next few months. In this unprecedented time, parents cannot expect that their children will be accessing a normal timetable or individual support on a regular basis.

This guidance is intended to clarify the circumstances in which existing and prospective employers are entitled to make enquiries about a worker’s health and dispel some of the myths which may give rise to discriminatory practice.

The results of UK Feminista and NEU’s groundbreaking study are clear: schools, education bodies and Government must take urgent action to tackle sexism in schools. "It's just everywhere" is a study on sexism in schools and how we tackle it.

During the coronavirus pandemic, many NEU members will be working from home, either on days they are not on the rota to be in school, or because they fall into the categories of those who should not be in school because they are vulnerable.

Schools are closed and there are lots of different opinions on what learning will look like over the next few months. In this unprecedented time, parents cannot expect that their children will be accessing a normal timetable or individual support on a regular basis.

The results of UK Feminista and NEU’s groundbreaking study are clear: schools, education bodies and Government must take urgent action to tackle sexism in schools. "It's just everywhere" is a study on sexism in schools and how we tackle it.

In the last few years there has been much work done, raising awareness and increasing the visibility of transgender issues. This advice aims to helps school and college staff support gender variant or questioning students in the educational environment.

The Refugee Week is 17-21 June 2019, and the NEU is pleased to be the first education union to partner Refugee Week. Here, you will find resources which have been developed, used and shared by teachers for teachers, to help everyone show support for refugees, find out more about their experiences, and make new connections in their communities.

NEU believes deregulation strikes at the heart of teaching professionalism in FE. It will do nothing to boost low morale and could herald further attacks on pay and conditions alongside further rises in duties and workload.

Details of your statutory rights as an employee in the Further education sector. In some cases your contract will provide you with better terms and conditions and, if this is the case, those better terms and conditions will apply.

This guidance explains why taking stress seriously and tackling it will make your college a more effective organisation, and how to go about it, with step-by step advice and case studies from colleges that have found approaches that work

In response to requests for assistance with undertaking stress surveys, a system has been developed which enables the NEU to provide an online staff stress survey as a resource for local officers, reps and safety reps.

Redundancy has unfortunately become a fact of life for education staff in recent years. This guidance is for workplace reps about redundancy and the consultation process that NEU’s FE members whose posts are at risk should expect.

When colleges are going through restructuring members understandably look to their union for support and advice. This guidance is intended to assist NEU college reps in dealing with the issue and ensuring that restructures are carried out fairly and transparently.

This briefing sets out NEU advice on the requirements of the fire legislation covering schools and on fire safety precautions to be followed in schools. It takes account of the Regulatory Reform (Fire Safety) Order 2005.

Every year, many schools are damaged or destroyed by fires, affecting the education of thousands of pupils, and causing millions of pounds worth of damage. The impact of fires is significantly reduced by fitting sprinklers in schools.

This checklist should be used alongside the NEU’s model policy on grievances to help negotiate an acceptable policy. Where everything on this checklist cannot be secured, members must be consulted on whether the proposed policy is sufficiently positive to be acceptable.

This is a guide to using the data which has been made available via the DfE Asbestos Management Assurance Process (AMAP). It aims to assist local officers in extracting information about asbestos in schools in their area, and in seeking to fill in some of the gaps.

This NEU briefing provides guidance to safety representatives and members on taking action to reduce the incidence of accidents and injuries due to falls from height, including the legal requirements on employers, practical steps which can be taken and sources of further advice and information.

This briefing sets out NEU advice on the requirements of the fire legislation covering schools and on fire safety precautions to be followed in schools. It takes account of the Regulatory Reform (Fire Safety) Order 2005.

This briefing examines the various means by which branches can attempt to secure adequate levels of paid time off for health and safety advisers to perform their various functions and the legal provisions which can be used to support them.

Health and safety issues for supply teachers, including those employed directly by local authorities, schools and academy trusts and those employed via supply agencies. Supply teachers have to adapt quickly to changing surroundings but will not be as familiar with schools’ policies and security arrangements as the permanent teaching staff.

This NEU briefing tells you about the framework of health and safety law - in particular about the legal duties placed on employees, employers and others by the Health and Safety at Work etc Act 1974 and about other sources of health and safety law.

This guidance document is aimed at NEU members who are worried that their mental health is suffering because of the demands of their work. It will also be of use to NEU members who are considering returning to work following a spell of absence due to a mental health condition.

NEU leadership members are key to supporting women going through the menopause in the workplace. As a leader, you’re not alone. Collaboration between leaders, governors, workplace reps, health and safety reps and a staff support network can go a long way towards creating a supportive environment for women experiencing menopause symptoms at work.

The menopause is an occupational health issue for women educators, as well as being an equality issue. It is important that schools and colleges are suitable workplaces for menopausal women. The purpose of this guide and checklist for reps is to signpost you to advice, and to support you
in improving workplace conditions for menopausal women.

Excessive workload is a key cause of mental health problems among teachers and education professionals. This advice explains what to do if you are struggling with mental health and outlines the different ways you can get support.

The NEU offers an online staff stress survey as a resource for local officers, reps and safety reps to assist them gather evidence about stress levels within a school and establish the causes and impact of this workplace stress.

In response to requests for assistance with undertaking stress surveys, a system has been developed which enables the NEU to provide an online staff stress survey as a resource for local officers, reps and safety reps.

It is important to understand the extent of governing body’s responsibilities for managing health, safety and welfare of teachers and ways in which the NEU and governors can work together to safeguard the mental health of teachers.

This advice explains the ‘resilience’ approach, why it does not lead to meaningful improvements for employees and how safety reps should instead seek to tackle work related stress in their school or college.

Frequently asked questions in relation to staff car parking on school premises. It includes information on provision of school car parks, charges for car parking, car park safety and malicious damage to cars.

There is a vast range of legislation on health and safety matters which applies in whole, or in part, to schools. This briefing identifies those which will be most relevant and the areas which they cover.

There is a vast range of legislation on health and safety matters which applies in whole, or in part, to schools in Wales. This briefing identifies those which will be most relevant and the areas which they cover.

A stress risk assessment is a careful examination of what in a workplace could cause staff to suffer from work-related stress, so that you can weigh up whether you have done enough, or should do more to prevent harm.

Excessive workload and working hours are continually cited by teachers as one of the main causes of their workplace stress. This advice explains how to tackle stress at a local level in your workplace.

Every year, many schools are damaged or destroyed by fires, affecting the education of thousands of pupils, and causing millions of pounds worth of damage. The impact of fires is significantly reduced by fitting sprinklers in schools.

NEU believes that the increase in the quantity and complexity of work for school support staff has now reached crisis point. This advice is designed to help those working in independent schools to deal with this unmanageable workload.

NEU considers that the DE/CCEA designed assessment process places an unreasonable workload on teachers. The arrangements encroach significantly into the teaching and learning time of pupils and teachers.

During the coronavirus pandemic, many NEU members will be working from home, either on days they are not on the rota to be in school, or because they fall into the categories of those who should not be in school because they are vulnerable.

Further advice will continue to be made available here as matters become clearer, along with advice on what school staff can and should do and cannot and should not do whether working in school or at home.

The legal definitions of fixed-term or temporary contracts and what steps members should take if they believe that they have been treated less favourably or denied a permanent contract in breach of the fixed-term contract regulations.

This guidance is intended to clarify the circumstances in which existing and prospective employers are entitled to make enquiries about a worker’s health and dispel some of the myths which may give rise to discriminatory practice.

NEU leadership members are key to supporting women going through the menopause in the workplace. As a leader, you’re not alone. Collaboration between leaders, governors, workplace reps, health and safety reps and a staff support network can go a long way towards creating a supportive environment for women experiencing menopause symptoms at work.

In the last few years there has been much work done, raising awareness and increasing the visibility of transgender issues. This advice aims to helps school and college staff support gender variant or questioning students in the educational environment.

This guidance is intended to clarify the circumstances in which existing and prospective employers are entitled to make enquiries about a worker’s health and dispel some of the myths which may give rise to discriminatory practice.

Some of the most common issues arising in relation to medical reports prepared by GPs, occupational health physicians and other health professionals on behalf of employers, pension scheme trustees and health insurers.

NEU leadership members are key to supporting women going through the menopause in the workplace. As a leader, you’re not alone. Collaboration between leaders, governors, workplace reps, health and safety reps and a staff support network can go a long way towards creating a supportive environment for women experiencing menopause symptoms at work.

The menopause is an occupational health issue for women educators, as well as being an equality issue. It is important that schools and colleges are suitable workplaces for menopausal women. The purpose of this guide and checklist for reps is to signpost you to advice, and to support you
in improving workplace conditions for menopausal women.

This guidance document is aimed at NEU members who are worried that their mental health is suffering because of the demands of their work. It will also be of use to NEU members who are considering returning to work following a spell of absence due to a mental health condition.

This guidance explains why taking stress seriously and tackling it will make your college a more effective organisation, and how to go about it, with step-by step advice and case studies from colleges that have found approaches that work

Excessive workload is a key cause of mental health problems among teachers and education professionals. This advice explains what to do if you are struggling with mental health and outlines the different ways you can get support.

The NEU offers an online staff stress survey as a resource for local officers, reps and safety reps to assist them gather evidence about stress levels within a school and establish the causes and impact of this workplace stress.

In response to requests for assistance with undertaking stress surveys, a system has been developed which enables the NEU to provide an online staff stress survey as a resource for local officers, reps and safety reps.

It is important to understand the extent of governing body’s responsibilities for managing health, safety and welfare of teachers and ways in which the NEU and governors can work together to safeguard the mental health of teachers.

This advice explains the ‘resilience’ approach, why it does not lead to meaningful improvements for employees and how safety reps should instead seek to tackle work related stress in their school or college.

A stress risk assessment is a careful examination of what in a workplace could cause staff to suffer from work-related stress, so that you can weigh up whether you have done enough, or should do more to prevent harm.

Excessive workload and working hours are continually cited by teachers as one of the main causes of their workplace stress. This advice explains how to tackle stress at a local level in your workplace.

NEU considers that the DE/CCEA designed assessment process places an unreasonable workload on teachers. The arrangements encroach significantly into the teaching and learning time of pupils and teachers.

This guidance is aimed at new teachers and those returning to teaching service after a break. It explains the basics of the pay structure and gives advice on ensuring you are fairly paid and able to seek the most favourable use of pay discretions.

The new Ofsted inspection framework is putting increasing pressure on members, particularly primary subject leaders and this is due to problems with school funding and staff recruitment which the new framework does not take into account.

The latest NEU evidence to the School Teachers’ Review Body, which is reviewing teacher pay in England, sets out our case for a fully-funded pay increase for all teacher points and allowances of 5% in September 2019, for further pay increases to restore the cuts in teacher pay since 2010 and for an urgent review to establish appropriate pay for teachers for the long term.

The new Ofsted inspection framework is putting increasing pressure on members, particularly primary subject leaders and this is due to problems with school funding and staff recruitment which the new framework does not take into account.

This model pay policy will help to recruit, retain and motivate teachers, provide the basis for sound financial and personnel planning and minimise the risk of grievance and discrimination. It is consistent and compliant with the STPCD and the NEU pay policy checklist.

The joint union pay scales show the impact of the 2.75% uplift to the teachers’ pay ranges for 2019-20, when applied to the individual pay points on those ranges recommended in our joint advice for 2018-19.

Advice explaining the payments and entitlements you may receive if your post becomes redundant. In any case where redundancy is threatened, specific advice and assistance is available and should be sought from your school/college rep or division/association/branch secretary.

Pay and conditions for teachers in residential establishments are aligned with those in the School Teachers’ Pay and Conditions Document (STPCD), the Burgundy Book and the Independent Pay Review Body in Wales since 2019, other than the following allowances and pay scales.

This guidance is aimed at new teachers and those returning to teaching service after a break. It explains the basics of the pay structure and gives advice on ensuring you are fairly paid and able to seek the most favourable use of pay discretions.

What should I expect to be paid as an agency supply teacher? What should I be paid for supply work of less than a day in duration? What happens if a school wants to offer me a permanent job? These and many other key questions are covered in this introductory guide to supply teaching.

This model pay policy will help to recruit, retain and motivate teachers, provide the basis for sound financial and personnel planning and minimise the risk of grievance and discrimination. It is consistent and compliant with the STPCD and the NEU pay policy checklist.

The Teachers’ Pension Scheme will provide much of your retirement income so it is vital that you understand it. This guidance covers the career average section of the Teachers’ Pension Scheme (TPS) in which most members are accruing pension.

Following this case, the Government will be required to take action to compensate members of public sector pension schemes who were excluded from protection measures applied when schemes changed in 2014 and 2015.

The Teachers’ Pension Scheme will provide much of your retirement income so it is vital that you understand it. This advise covers the final salary section and it aims to answer the most common pension queries for NEU members.

Appraisal is particularly important because it affects decisions on your pay. This guidance aims to answer the most common queries NEU members have on appraisal. You should read this guide in conjunction with your school/college appraisal policy.

Details of your statutory rights as an employee in the Further education sector. In some cases your contract will provide you with better terms and conditions and, if this is the case, those better terms and conditions will apply.

Redundancy has unfortunately become a fact of life for education staff in recent years. This guidance is for workplace reps about redundancy and the consultation process that NEU’s FE members whose posts are at risk should expect.

When colleges are going through restructuring members understandably look to their union for support and advice. This guidance is intended to assist NEU college reps in dealing with the issue and ensuring that restructures are carried out fairly and transparently.

Redundancy has unfortunately become a fact of life for education staff in recent years. This guidance is for workplace reps about redundancy and the consultation process that NEU’s FE members whose posts are at risk should expect.

Advice explaining the payments and entitlements you may receive if your post becomes redundant. In any case where redundancy is threatened, specific advice and assistance is available and should be sought from your school/college rep or division/association/branch secretary.

When colleges are going through restructuring members understandably look to their union for support and advice. This guidance is intended to assist NEU college reps in dealing with the issue and ensuring that restructures are carried out fairly and transparently.

This briefing examines the various means by which branches can attempt to secure adequate levels of paid time off for health and safety advisers to perform their various functions and the legal provisions which can be used to support them.

This NEU briefing tells you about the framework of health and safety law - in particular about the legal duties placed on employees, employers and others by the Health and Safety at Work etc Act 1974 and about other sources of health and safety law.

The menopause is an occupational health issue for women educators, as well as being an equality issue. It is important that schools and colleges are suitable workplaces for menopausal women. The purpose of this guide and checklist for reps is to signpost you to advice, and to support you
in improving workplace conditions for menopausal women.

The NEU offers an online staff stress survey as a resource for local officers, reps and safety reps to assist them gather evidence about stress levels within a school and establish the causes and impact of this workplace stress.

In response to requests for assistance with undertaking stress surveys, a system has been developed which enables the NEU to provide an online staff stress survey as a resource for local officers, reps and safety reps.

Details of your statutory rights as an employee in the Further education sector. In some cases your contract will provide you with better terms and conditions and, if this is the case, those better terms and conditions will apply.

Your rights to ask for flexible working, i.e. a change in your terms and conditions relating to the hours you work, the times you work or whether you work at home for all or part of the week. You are encouraged to take informal steps before using the statutory procedure.

Some of the most common issues arising in relation to medical reports prepared by GPs, occupational health physicians and other health professionals on behalf of employers, pension scheme trustees and health insurers.

From time to time, personal relationships may exist or develop between work colleagues. This model policy is designed to help NEU members manage expectations to ensure such situations are dealt with fairly and consistently.

Supply teachers who are in a 'pool' maintained by a LA, those located through the school's own contacts, or part-timers who wish to temporarily increase their hours, are likely to be employees of the school or LA for their period of supply work.

TUPE is shorthand for the Transfer of Undertakings (Protection and Employment) Regulations 2006, a legal framework around which you can involve and engage members to act collectively to protect and advance their rights as they transfer to a new employer.

Frequently asked questions in relation to staff car parking on school premises. It includes information on provision of school car parks, charges for car parking, car park safety and malicious damage to cars.

Overcrowding is a common problem in classrooms. Unfortunately, there are no legal minimum space requirements specifying classroom dimensions. There are, however, a number of legal provisions and sources of guidance that can be drawn upon in challenging cramped teaching areas

There is a vast range of legislation on health and safety matters which applies in whole, or in part, to schools. This briefing identifies those which will be most relevant and the areas which they cover.

There is a vast range of legislation on health and safety matters which applies in whole, or in part, to schools in Wales. This briefing identifies those which will be most relevant and the areas which they cover.

Pay and conditions for teachers in residential establishments are aligned with those in the School Teachers’ Pay and Conditions Document (STPCD), the Burgundy Book and the Independent Pay Review Body in Wales since 2019, other than the following allowances and pay scales.

The latest NEU evidence to the School Teachers’ Review Body, which is reviewing teacher pay in England, sets out our case for a fully-funded pay increase for all teacher points and allowances of 5% in September 2019, for further pay increases to restore the cuts in teacher pay since 2010 and for an urgent review to establish appropriate pay for teachers for the long term.

The joint union pay scales show the impact of the 2.75% uplift to the teachers’ pay ranges for 2019-20, when applied to the individual pay points on those ranges recommended in our joint advice for 2018-19.

The results of UK Feminista and NEU’s groundbreaking study are clear: schools, education bodies and Government must take urgent action to tackle sexism in schools. "It's just everywhere" is a study on sexism in schools and how we tackle it.

Doctors issue fit notes to provide evidence of advice they have given to patients about their fitness to work. They record details of the effects of the patient’s condition so that the patient and employee can consider ways to facilitate a return to work where appropriate.

Returning to work after a long illness can be daunting. A well-supported phased return can make the process easier. This guidance describes what a phased return to work is, how it operates and answers common queries.

In maintained, or local authority schools, teachers’ national sick pay entitlements are set out in the Burgundy Book. Academies, independent and free schools may set their own sick pay schemes, but a number follow the provisions of the Burgundy Book sick pay scheme.

In response to requests for assistance with undertaking stress surveys, a system has been developed which enables the NEU to provide an online staff stress survey as a resource for local officers, reps and safety reps.

This guidance explains why taking stress seriously and tackling it will make your college a more effective organisation, and how to go about it, with step-by step advice and case studies from colleges that have found approaches that work

Excessive workload is a key cause of mental health problems among teachers and education professionals. This advice explains what to do if you are struggling with mental health and outlines the different ways you can get support.

The NEU offers an online staff stress survey as a resource for local officers, reps and safety reps to assist them gather evidence about stress levels within a school and establish the causes and impact of this workplace stress.

In response to requests for assistance with undertaking stress surveys, a system has been developed which enables the NEU to provide an online staff stress survey as a resource for local officers, reps and safety reps.

A stress risk assessment is a careful examination of what in a workplace could cause staff to suffer from work-related stress, so that you can weigh up whether you have done enough, or should do more to prevent harm.

Excessive workload and working hours are continually cited by teachers as one of the main causes of their workplace stress. This advice explains how to tackle stress at a local level in your workplace.

Health and safety issues for supply teachers, including those employed directly by local authorities, schools and academy trusts and those employed via supply agencies. Supply teachers have to adapt quickly to changing surroundings but will not be as familiar with schools’ policies and security arrangements as the permanent teaching staff.

Supply teachers who are in a 'pool' maintained by a LA, those located through the school's own contacts, or part-timers who wish to temporarily increase their hours, are likely to be employees of the school or LA for their period of supply work.

What should I expect to be paid as an agency supply teacher? What should I be paid for supply work of less than a day in duration? What happens if a school wants to offer me a permanent job? These and many other key questions are covered in this introductory guide to supply teaching.

NEU believes that the increase in the quantity and complexity of work for school support staff has now reached crisis point. This advice is designed to help those working in independent schools to deal with this unmanageable workload.

NEU believes that the increase in the quantity and complexity of work for school support staff has now reached crisis point. This advice is designed to help those working in state and academy schools to deal with this unmanageable workload.

The Teachers’ Pension Scheme will provide much of your retirement income so it is vital that you understand it. This guidance covers the career average section of the Teachers’ Pension Scheme (TPS) in which most members are accruing pension.

The Teachers’ Pension Scheme will provide much of your retirement income so it is vital that you understand it. This advise covers the final salary section and it aims to answer the most common pension queries for NEU members.

This briefing examines the various means by which branches can attempt to secure adequate levels of paid time off for health and safety advisers to perform their various functions and the legal provisions which can be used to support them.

In the last few years there has been much work done, raising awareness and increasing the visibility of transgender issues. This advice aims to helps school and college staff support gender variant or questioning students in the educational environment.

There is a vast range of legislation on health and safety matters which applies in whole, or in part, to schools in Wales. This briefing identifies those which will be most relevant and the areas which they cover.

The results of UK Feminista and NEU’s groundbreaking study are clear: schools, education bodies and Government must take urgent action to tackle sexism in schools. "It's just everywhere" is a study on sexism in schools and how we tackle it.

NEU leadership members are key to supporting women going through the menopause in the workplace. As a leader, you’re not alone. Collaboration between leaders, governors, workplace reps, health and safety reps and a staff support network can go a long way towards creating a supportive environment for women experiencing menopause symptoms at work.

The menopause is an occupational health issue for women educators, as well as being an equality issue. It is important that schools and colleges are suitable workplaces for menopausal women. The purpose of this guide and checklist for reps is to signpost you to advice, and to support you
in improving workplace conditions for menopausal women.

The legal definitions of fixed-term or temporary contracts and what steps members should take if they believe that they have been treated less favourably or denied a permanent contract in breach of the fixed-term contract regulations.

Your rights to ask for flexible working, i.e. a change in your terms and conditions relating to the hours you work, the times you work or whether you work at home for all or part of the week. You are encouraged to take informal steps before using the statutory procedure.

All teachers, including head teachers are entitled to enjoy a reasonable work/life balance. This policy is designed to ensure that all teachers are able to balance their working lives with their other commitments.

What should I expect to be paid as an agency supply teacher? What should I be paid for supply work of less than a day in duration? What happens if a school wants to offer me a permanent job? These and many other key questions are covered in this introductory guide to supply teaching.

Schools are closed and there are lots of different opinions on what learning will look like over the next few months. In this unprecedented time, parents cannot expect that their children will be accessing a normal timetable or individual support on a regular basis.

Any actions to tackle excessive workload and working hours will be more effective if taken together, with staff and leaders working collaboratively to make a positive change across the whole workplace. Many National Education Union members have reduced workload in many workplaces using the strategy set out in this section.

All teachers, including head teachers are entitled to enjoy a reasonable work/life balance. This policy is designed to ensure that all teachers are able to balance their working lives with their other commitments.

NEU believes that the increase in the quantity and complexity of work for school support staff has now reached crisis point. This advice is designed to help those working in independent schools to deal with this unmanageable workload.

NEU believes that the increase in the quantity and complexity of work for school support staff has now reached crisis point. This advice is designed to help those working in state and academy schools to deal with this unmanageable workload.